Bridging the Gap: Innovative Approaches to Attract Apprentices in Undervalued Industries

The gap between popular and less popular professions is widening in apprenticeships, especially among smaller companies in industries like construction and catering. These companies are finding innovative ways to attract apprentices. For instance, Lauber IWISA in Naters, which is facing challenges with recruitment, offers perks such as contributing to the cost of driver’s licenses and cell phone subscriptions, as well as ski passes or festival passes to entice potential apprentices.

To make themselves more attractive employers and trainers, companies like Lauber IWISA participate in events at local schools and career fairs. They also reach out to young adults from nearby Italy and help them complete their school training in Ticino due to language barriers.

Matthias Zwyssig, operations manager at Metallraum, emphasizes the importance of company culture in attracting and retaining apprentices. He believes that companies need to show more appreciation and respect for their apprentices as young people today have higher expectations and are more self-confident. Additionally, offering interesting and meaningful work is crucial in attracting apprentices.

The IT, education, and social affairs industries are more popular among young people seeking apprenticeships due to higher wages and better opportunities for advancement. On the other hand, industries like hospitality, hotel management, and construction face challenges filling apprenticeship positions due to physically demanding work conditions, limited advancement opportunities, and below-average wages.

Despite these challenges, proponents of vocational training praise the Swiss education system for its flexibility and opportunities for further education after completing an apprenticeship. Good career prospects and a positive working atmosphere are critical factors that attract good apprentices while those with less attractive industry or working conditions may struggle to find young talent.

In conclusion, despite the challenges faced by some industries in recruiting apprenticeship positions due to low wages or physically demanding work conditions; there’s always room for innovation when it comes to making these programs more attractive for potential candidates. Companies should focus on creating a positive working environment that shows respect towards their employees while providing interesting work that adds value to their training programs